Employee Engageme...
Follow
Find
2.5K views | +1 today
Scooped by Kudos
onto Employee Engagement Made Easy!
Scoop.it!

Employee engagement - a non-negotiable - Bizcommunity - Bizcommunity.com

Employee engagement - a non-negotiable - Bizcommunity - Bizcommunity.com | Employee Engagement Made Easy! | Scoop.it
Employee engagement - a non-negotiable - Bizcommunity
Bizcommunity.com
"People are not our most important assets," said Cutifani during his first meeting with staff.
more...
No comment yet.
Employee Engagement Made Easy!
Thank Different. Employee engagement is a key element to any successful business. In today’s knowledge economy, your most valuable assets are your people. All organizations need to have a strategy to engage & align their team to achieve their business goals. In a highly competitive world - the ability to retain, attract & engage your staff can be the difference between success & failure. Kudos is a corporate social network with a peer-to-peer recognition system designed to engage your teams with enhanced communication, collaboration, appreciation & recognition.
Curated by Kudos
Your new post is loading...
Scooped by Kudos
Scoop.it!

We're All Celebrities Now: Can Micro-Endorsements Become The New Klout Perk?

We're All Celebrities Now: Can Micro-Endorsements Become The New Klout Perk? | Employee Engagement Made Easy! | Scoop.it
A startup called SocialRank has a new idea about how brands can find and reward the social media users who are most important to them.
Kudos's insight:

This is very interesting. We also believe that people should have a way to manage their careers and reputation. The old way, up to now, has been all about the employer holding the strings to your reviews and reputation.

 

We see it as a win win if they employee can receive  social recognition at work that can be promoted into their other social media - LinkedIn, Google +, Twitter, etc...

 

Then the employees  recognition and reputation can help benefit the employer by signalling the company is a great place to work and the employe gets to promote their individual contributions and skills. 

 

This is still a bit of an uphill battle for some firms who do not want anyone to know their people are great. 

 

What is interesting is if you do promote a great culture, treat you people well, engage  and recognize your team - they will be inclined to not just stay but to evangelize your company as a great place to work. 

 

Beats hiding them from the world and hoping they will stay.

more...
No comment yet.
Rescooped by Kudos from LeadershipABC
Scoop.it!

Culture Eats Strategy For Breakfast

Culture Eats Strategy For Breakfast | Employee Engagement Made Easy! | Scoop.it

Culture eats strategy for breakfast, technology for lunch, and products for dinner, and soon thereafter everything else too.Why? Because company culture, a concept pioneered by Edgar Schein, is the operationalizing of an organization’s values. Culture guides employee decisions about both technical business decisions and how they interact with others. Good culture creates an internal coherence in actions taken by a very diverse group of employees.



Via Kenneth Mikkelsen
Kudos's insight:

This is a great article, it gets to the heart of the matter of the  what , how and why we are developing Kudos.

 

“Culture eats strategy for breakfast, technology for lunch, and product for dinner" - this quote describes how a great culture holds a team together and guides them.

 

It is easy to have a engagement success when everything is going right. It also can make a company lazy, wasteful and forget what made them successful in the first place.

 

What separates the good from the great companies is how everyone reacts when the going gets tough, the unexpected happens or great challenges are ahead.

 

If you focus on your culture, define your mission, vision and values and live it everyday - the company with a good culture will persevere and overcome challenges because their people want to be there, want to succeed, and care.

 

So in the end you create engagement by focusing on your culture and you have  a better chance of being successful if you have highly engaged team members.

 

Kudos purpose is to help companies create the  culture  they want by adding a healthy does of appreciation with enhanced communication. 

 

You market to your clients and try to get them to believe in your product - market to your team and try to get them, to believe in your company.

more...
Jerry Busone's curator insight, April 15, 9:29 AM

Absolute favorite quote. If more people focussed on creating the right climate and culture strategies would be almost flawlessly executed.

Graeme Reid's curator insight, April 15, 8:38 PM

If you get the culture right everything else falls into place.

Simon Larcombe's comment, April 16, 10:08 AM
you're right Kenneth -- you're so, so right: big thumbs up on this one! Great stuff.
Scooped by Kudos
Scoop.it!

10 Things Great Leaders Say Every Week

10 Things Great Leaders Say Every Week | Employee Engagement Made Easy! | Scoop.it
If you want to lead a team toward a goal, you need to make sure they know how their daily work connects to the overall objectives. Here's how to make that happen, with one meeting every week.
Kudos's insight:

Some great advice. Simple rules to follow. I would print this out and hang it on your wall and bring it out before every group meeting to refresh what you need to cover.

 

That brings up another key point - when was the last time you had a team meeting. We all think we have meetings all the time but the truth is we do not have as many as we think we do or should. 

 

Weekly, Bi-weekly, Monthly - what is the right frequency? Weekly is a good place to start but maybe you switch up the main purpose of the team meetings and make them mandatory.

 

We do monthly Team Talks - that allows everyone to communicate what is happening in their group / department and ask questions. Item #8 - Check.

 

We also do Lunch and Learns - that allows one person or a group /department to show off what they are thinking about or working on. Goo way to get the innovation ideas flowing - One more for #8 - double check.

 

Totally agree with doing a great job with on boarding - make a persons first day a great day. This is is a whole blog post on it's own. I also like sending good people off with some fanfare and a thank you. They are ambassadors for your company  thank you, good luck and farewell event to highlighting in a bigger meeting is a very good idea. #9 - Check, check.

 

The rest of the items - are leadership touch points to that should be communicated as often as possible - such as the events listed above. In fact, we believe that these communication should be free flowing and  a product like Kudos is designed  to help companies do that with a big dose of #7. Show your appreciation often and say thanks to people every week.  

 

I call it leading out loud and doing it in structured ways will make people feel more connected to the company and one another. Transparency and honesty is a good thing - Your team  can handle the truth so keep them in the loop :)

 

If you ever wondered what those companies you admire so much do - that is pretty well it.  

 

Cheers,

 

T

 

 

more...
Patricia D. Sadar - Career and Leadership Acceleration Coach's curator insight, April 7, 5:22 PM

Also,

 

How can I help?

How are you doing?

What obstacles are getting in our team's way of doing their job?

 

...Do you have any other favorite things you say to your team each week?  Would love to hear from you!

PS - Live on Purpose!

Scooped by Kudos
Scoop.it!

Global Human Capital Trends 2014

Global Human Capital Trends 2014 | Employee Engagement Made Easy! | Scoop.it

 the The Global Human Capital Trends 2014 report highlights 12 trends that embody ways that the 21st-century workforce is pushing organizations to innovate…

Kudos's insight:

OK - This is a really great resource. Deloitte Unversity Press. This HR report is a little heavy on research and stats but it has some compelling information on were things are going.

more...
No comment yet.
Rescooped by Kudos from "employee engagement enhancement"
Scoop.it!

Linking Employee Engagement

Employee engagement is what happens when companies win over the hearts (emotional connection) and minds of employees in ways that lead to extraordinary effort and positive financial results


Via Jean-Philippe D'HALLUIN
Kudos's insight:

These infographics are great but do they convince you to invest in Employee engagement initiatives?  

 

I am often asked what is the ROI on employee engagement or How do I measure if it works?

 

It is a difficult to measure with a direct cause and effect calculation that can be attributed to enhancing communication, recognition and feedback for your team. But we all know intuitively it is the right thing to do and that it is hard.

 

All the antidotal evidence says it is very important to success on a variety of levels.

 

The simplest thing you can do is benchmark where you are today and then implement and support an employee engagement program and then measure it again in 90 days and 180 days and then annually if not semi annually.   

 

1.) Does your team feel more connected to the company, their direct boss and one another?

2.) Does  your team understand the companies goals and objectives?

3.) Does your team feel appreciated?

4.) Does the team feel the company has a bright future?

5.) Does the individual feel they have a bright future with the company?

 

If the engagement initiative results is an improvement in any all all of theses simple measures - you know you have a more committed team.  Now whether or not that effects the bottom line will take time and continued commitment to work on the things that create engagement. Simple measures like voluntary turnover, cost of recruitment are simple to measure year over year with any statical accuracy and are the closet things you can assume to have a correlation to an engagement initiative.

 

The real questions you need to ask yourself first are these questions.

 

1.) Do you think your team is engaged?

2.) What are you doing now to engage your team?

3.) How is that working for you?

4.) If you could get a majority of your team care a bit more about their job and the company and invest a bit more discretionary effort - do you think that would help your business? 

 

They key to success is a commitment to changing your culture from being absent to being present. If leadership communicates and shows they care about success and their people, the team will follow. And that can only mean good things for your business.

 

The alternative is to continue the floggings until moral improves.

 

 

 

 

more...
Richard Lock's curator insight, March 23, 12:25 PM

Great business benefits from engaged employees

Scooped by Kudos
Scoop.it!

Here’s Why So Many Good Employees Are Looking to Leave This Year

Here’s Why So Many Good Employees Are Looking to Leave This Year | Employee Engagement Made Easy! | Scoop.it
According to a recent study by CareerBuilder, 1 out of every 5 workers is planning to leave their job in 2014. That’s a lot of disengaged employees. After digging into the data, you find …
Kudos's insight:

The problem persists. Is this the new normal or can the tide be turned. The best companies seem to have success because they address many of the items that dis-engage others.

 

So why do so many organizations do so little to engage their team? Cost, Time, Apathy, Not sure what to do?

 

The real answer is many bosses treat their team like indentured labour, privileged to have a job and the opportunity to work for the company. Bad bosses are immortalized in shows, movies and cartoons. The really bad bosses laugh right along with the rest of us not even realizing they are watching a cliche of the environment they create. And they wonder why doesn't our company (or department) do better, why do all these ungrateful people leave or worse my employees are worthless whiners. Sound familiar?

 

So the big question is - if what you are doing is not working for you - why do you keep doing the same things expecting your team and company to improve. 

 

Look to the best for answers, change things up, invest in your team and give them credit where credit is due.  If you care about them - they will start to care about you. I admit is is not easy but doing nothing is the road to no where. 

 

 

more...
No comment yet.
Scooped by Kudos
Scoop.it!

Happy People Equal a Happy Brand

Happy People Equal a Happy Brand | Employee Engagement Made Easy! | Scoop.it

With the consistent flow of research demonstrating the connection between an engaged workforce and revenue growth, improved employee retention, and customer loyalty, organizations have realized that they must deploy a more strategic approach to internal branding and employee engagement, or face the realities of lost market share. However, optimizing a global internal brand platform is proving to be challenging.  Developing a consistent internal brand message that can be disseminated across multiple platforms and diverse internal audiences requires advanced communication and training methodologies, and an internal culture that is well-aligned with organizational values and goals.

Kudos's insight:

Communication is key to success.

 

more...
No comment yet.
Scooped by Kudos
Scoop.it!

Why You Have to Be Your Team's Top Cheerleader

Why You Have to Be Your Team's Top Cheerleader | Employee Engagement Made Easy! | Scoop.it
Are appreciation and gratitude a part of your management style? Maybe they should be.
Kudos's insight:

I whole heartily agree. Leadership sets the tone and defines the culture. Otherwise you will get a culture you may not want.  Thank Different.

more...
No comment yet.
Rescooped by Kudos from Business Improvement
Scoop.it!

Why Employee Engagement Matters

Why Employee Engagement Matters | Employee Engagement Made Easy! | Scoop.it

Via Daniel Watson
more...
Anthony MARTINS de NOBREGA's curator insight, March 4, 3:33 AM

I totally agree

John Rudkin's curator insight, March 4, 4:53 AM

....and so many businesses don't see it this way. 

Debra Walker's curator insight, March 6, 4:23 PM

I recently read an article that was describing corporate culture as lunch provided everyday & free beer on Friday.  If you take away those superficial connections for an employee - which are merely non cash components of a compensation plan and not a long term contributor to organizational culture - an engaged employee will remain committed to excelling in their role and for the organization.


An unengaged employee will be more impacted by that removal, resulting in connecting with that employee becoming even harder to achieve.


Engagement is multi-layered and more complex than being provided a sandwich so that I can continue to work through what should be a period of refreshment called lunchtime.

Scooped by Kudos
Scoop.it!

3 Questions That Will Motivate Your Employees

3 Questions That Will Motivate Your Employees | Employee Engagement Made Easy! | Scoop.it

We are alwsy tyring to fqForget money or touchy-feely stuff. These three clear questions will change the way staff approaches work.

Kudos's insight:

This is very true. I really like the questions to determine if someone is engaged. We are always looking for the best way to benchmark engagement and to measure it on an ongoing basis.

 

What do you think are the best questions to ask that can determine a persons engagement?

 

What do you think are the best types of questions to measure engagement on different levels.

 

Connection to leadership

Connection to a manager

Connection to the team

Connection to your job

Connection to your future

 

You can high and low engagement depending on the question and all of these areas should be benchmarked and measured continuously so you can see where you are engaging you team and where you are loosing them.

 

And remember - you set the course and vision and define their role and your expectations. Then it it up to them to execute, set goals and contribute and only then will they find purpose and engagement. It takes two to tango.

more...
No comment yet.
Rescooped by Kudos from Leadership and Management
Scoop.it!

Employee engagement remains a challenge for companies

Employee engagement remains a challenge for companies | Employee Engagement Made Easy! | Scoop.it
Employee engagement remains a challenge for companies.

Via Kenny Pattie
more...
No comment yet.
Rescooped by Kudos from Success Leadership
Scoop.it!

How to Create a Shared Vision That Works - Jesse Lyn Stoner

How to Create a Shared Vision That Works - Jesse Lyn Stoner | Employee Engagement Made Easy! | Scoop.it
Follow these five steps to create a shared vision with your team and to lay out the roadmap to achieve it.

Via Richard Andrews
Kudos's insight:

Lots of good thoughts here. Coming up with a compelling vision, values and goals that people remember and actually get excited about is tough. Most companies and leader struggle with it.  The best things you can do is keep them front and center. Signage to making it a standard meeting topic.

more...
Nancy J. Herr's curator insight, February 17, 3:06 PM

Some valuable advice that is easily translatable to education. 

Scooped by Kudos
Scoop.it!

Early Employee Recognition | Social Recognition

Early Employee Recognition | Social Recognition | Employee Engagement Made Easy! | Scoop.it
New Survey%3A Early Recognition on the Rise%2C Social Recognition on the Fence http://t.co/UhasbYeXE5
Kudos's insight:

Early, timely and social is the trend. 

more...
No comment yet.
Scooped by Kudos
Scoop.it!

The Incentive Research Foundation :: 2014 Trends in Engagement, Incentives, and Recognition

The Incentive Research Foundation :: 2014 Trends in Engagement, Incentives, and Recognition | Employee Engagement Made Easy! | Scoop.it

2014 Trends in Engagement, Rewards, and Recognition

1 Results Matter: Engagement Sponsors Search For More Tangible Outcomes
2 Poaching: The Battle For Talent Takes On A New Dimension
3 Leadership Squeeze: A Shrinking Pipeline Of Candidates Concerns Executives
4 Digital Revolution: The Battle For Talent Takes On A New Dimension
5 Big Data: Significantly Greater Expectations For Program Planners
6 Quality Over Quantity: The Key For Incentive Travel In 2014
7 The Total Travel Experience: Top Trend
8 The Economy And New Technologies Benefit Merchandise/Gift Card Programs
9 The Role of Procurement Is Morphing
10 Selling Sales Incentives Has Become More Complex

Kudos's insight:

This is always a report worth reviewing, 

more...
No comment yet.
Rescooped by Kudos from LeadershipABC
Scoop.it!

As Work Gets More Complex, 6 Rules to Simplify

Why do people feel so miserable and disengaged at work? Because today's businesses are increasingly and dizzyingly complex -- and traditional pillars of management are obsolete, says Yves Morieux. So, he says, it falls to individual employees to navigate the rabbit's warren of interdependencies.

 


Via Kenneth Mikkelsen
Kudos's insight:

I have always been a big fan of simplicity.

 

It seems to be human nature and the desire of MBA's to want to complicate things by trying to measure everything with the false illusion we can then improve and tweak things to make a thousand process improvements that matter. In the end, we often measure things that do not really matter in the big picture. Think of all the layers of middle management that get added to manage, measure and track things that do not matter.  

 

Measuring some things is essential. Sales, Profits, Engagement. Those are the only measures that matter at the end of the day. And processes are are also essential but like the old saying - everything in moderation.

 

I liked the key message that Cooperation is secret to success. We build walls with too many processes. We need to keep people close to one another and aware of their interdependency and effect on one another so they think about how their actions and output effect other peoples outcomes and output.

 

If you connect people to solve problems through cooperation, you will get innovation and the the results you are looking for. Instead of trying to make everything easier by adding processes and layers, it better to make things harder by forcing people to cooperative verses work around one another with only their goals and objective in mind.

 

I see this in the struggle between design. programming and admin (Sales, Customer Service) all the time in the agencies and companies I have been part of.

 

- Programming wants things to be efficient and streamlined based on their sensibilities. 

- Design wants to create exceptional user experiences and artful design based on their sensibilities.

- Admins wants things to be simple and effective based on their sensibilities.

 

People always want things done their way based on their sensibilities and that can lead to low cooperation.

 

I will often hear when I ask for something - "that is not possible". Then then next questions I ask is "do you mean impossible or difficult" and the answer is always difficult. Then their is a discussion, some cooperation and often a compromise. The outcome is a better product, better service and 9 times out of 10 difficult was not so difficult after all.

 

If you keep everyone close to the product, customer and  one anther they will cooperate and compromise and that keeps things more simple.

 

The only problem with simple is... it is hard to keep things simple. Back to human nature an MBA's. 

 

In the spirit of keeping things simple, every employee manual in the world only needs these three words.

 

"Make Good Decisions"

 

Only if it was that simple. :)

 

 

 

 

 

 

more...
No comment yet.
Scooped by Kudos
Scoop.it!

Try This One Phrase to Make Feedback 40% More Effective

Try This One Phrase to Make Feedback 40% More Effective | Employee Engagement Made Easy! | Scoop.it
According to researchers, the effect is magical.
Kudos's insight:

Feedback is key to managing your team. This is a great article on how you can provide better feedback to get the most out of your team.

more...
Janet Matthews's curator insight, March 26, 6:30 PM

Just used this phrase today in a performance review. I think it captured what I hoped to convey and definately connected with the employee.

Scooped by Kudos
Scoop.it!

Disengaged Employees: What Are They Really Thinking?

Disengaged Employees: What Are They Really Thinking? | Employee Engagement Made Easy! | Scoop.it
You can’t crack your employees’ heads open and look inside so how do you uncover what drives individual employees to work hard and stay focused?
more...
No comment yet.
Scooped by Kudos
Scoop.it!

Gen X vs Gen Y Employee Motivation and Productivity

Gen X vs Gen Y Employee Motivation and Productivity | Employee Engagement Made Easy! | Scoop.it
Guest post by Carrie Wynne According to Sylvia Ann Hewlett’s research, published in the Harvard Business Review, Google does a pretty fantastic job in show
Kudos's insight:

Good overview on the ongoing discussion about Gen Y and Gen X yada yada yada. There is truth in that every generation thinks the new generation is ... well.... not as good or focused or as determined as them generation. 

 

There are good points here and we need to be aware of the differences. But the one thing remains the same - if you create a compelling vision, provide opportunity, a little appreciation and some tough love - wake up and smell the coffee advice  - they will respond in a positive way and find their path forward.

 

If they do not want to be on the bus - a good life lesson is to move them off the bus so they can find what makes them happy and realize you get out of life what you put into life, work hard, don't burn bridges, do what you love to do, and work with nice people.

 

 

more...
No comment yet.
Rescooped by Kudos from Success Leadership
Scoop.it!

Workplace Happiness: Why Should Your Boss Care?

Workplace Happiness: Why Should Your Boss Care? | Employee Engagement Made Easy! | Scoop.it
What’s the fuss about workplace happiness? In a recent post on Forbes.com, HR expert (and founder of Bersin by Deloitte) [...] (RT @ingoodco: 10 simple steps to a happier workplace.

Via Richard Andrews
Kudos's insight:

This is a neat site. Also a very simple way to present the business case for happy employee's. Now the next question is - how do you make them happy?

more...
donhornsby's curator insight, March 21, 6:43 AM

The article offers proof that a focus on the work environment will improve the productivity of the employees.

Rescooped by Kudos from "employee engagement enhancement"
Scoop.it!

Science of Ingagement, research by Weber Shandwick | simply communicate

Science of Ingagement, research by Weber Shandwick | simply communicate | Employee Engagement Made Easy! | Scoop.it

Via Jean-Philippe D'HALLUIN
Kudos's insight:

good stuff.

more...
No comment yet.
Rescooped by Kudos from CUED
Scoop.it!

Tech Trends 2014: Inspiring Disruption


Via Cátedra UNESCO EaD
Kudos's insight:

The world is changing with and because of technology. Are you ready.

more...
No comment yet.
Scooped by Kudos
Scoop.it!

A Recruiter's Guide to Hiring the Super Motivated

A Recruiter's Guide to Hiring the Super Motivated | Employee Engagement Made Easy! | Scoop.it
Duds and rock stars are easy to spot. Here's an assessment system to help ensure that you don't hire the candidate who's almost good enough.
Kudos's insight:

I like rule #2 - constantly recognized by their peers. Sounds like Kudos could advance your career. That is one of the major benefits of kudos. You get to collect all the accolades to show people you are worthy and a good person and worker.

more...
No comment yet.
Scooped by Kudos
Scoop.it!

Survey Reveals Most Memorable Employee Excuses for Being Late - Talent Management magazine

Survey Reveals Most Memorable Employee Excuses for Being Late - Talent Management magazine | Employee Engagement Made Easy! | Scoop.it

From escaped zebras to must-see TV, employers share some of the most unique excuses they've heard from tardy employees in a new CareerBuilder study. The study also finds that nearly one quarter (23 percent) of employees admit to being tardy at least once a month on average, with 15 percent admitting to arriving late at least once a week.

Kudos's insight:

I think I have heard a few of these too. What are the most crazy ones you ever heard. 

more...
No comment yet.
Scooped by Kudos
Scoop.it!

HR Tech: The Year Ahead - Talent Management magazine

HR Tech: The Year Ahead - Talent Management magazine | Employee Engagement Made Easy! | Scoop.it
Talent Management magazine, The Business of Talent Management
Kudos's insight:

Very interesting overview on where things are going in HR. Looks very promising for Kudos.

more...
No comment yet.
Rescooped by Kudos from Business Improvement
Scoop.it!

14 Ways to Engage Your Employees

14 Ways to Engage Your Employees | Employee Engagement Made Easy! | Scoop.it

Via Daniel Watson
more...
Daniel Watson's curator insight, February 16, 6:14 PM


Business owners everywhere face multiple challenges, not the least of which is increasing the engagement levels of employees, in order to facilitate greater productivity and ultimately profitability.


One way in which business owners can increase the engagement of their employees, is to look closely at how successful franchise groups help their franchisees to remain engaged with the franchisor's offering, and ensure that their staff are also engaged with the relevant brand.


This excellent article written by the leader of a franchise group, stresses that in any change process it is important to remember and value your employees in all of the changes you make, and it outlines 14 ways his group is approaching the employee engagement challenge in the coming 12 months.

John Michel's curator insight, February 16, 7:36 PM

Just as leadership style can be redefined and perfected, so can -- and should -- a company's culture. As president of a franchisee system, I know it's important to constantly innovate and improve to keep all team members on board, and here are the tips I'm applying to make 2014 a banner year.